text:
The U.S., a major oil producer, woos other countries to produce more oil
By Brittany Cronin
The U.S. is the world's top oil producer. So why is it trying to woo countries such as Saudi Arabia, Iran and Venezuela to produce more oil when it could be pumping more oil at home? NPR's Brittany Cronin went to find out.
BRITTANY CRONIN, BYLINE: Let's start at the White House. President Biden says despite his long-term climate ambitions, he's not standing in the way of U.S. oil producers.
PRESIDENT JOE BIDEN: And the oil and gas industry has millions of acres leased. They have 9,000 permits to drill now. They could be drilling right now, yesterday, last week, last year.
CRONIN: Biden has a complicated history with oil companies. He campaigned on transitioning away from oil. But to get gas prices down, he wants oil companies to ramp up production fast.
Vicki Hollub, president and CEO of Occidental Petroleum, says that's easier said than done. At the CERAWeek energy conference last week, she was asked about how quickly oil producers can boost output, and the outlook was not good.
VICKI HOLLUB: I would say that we're in a really dire situation here.
CRONIN: Coming into this year, Hollub says oil producers weren't really planning on significant growth. The industry was recovering from a huge drop in demand early in the pandemic. It's still about a million and a half barrels per day short of pre-pandemic production. And now these companies are being asked to pump even more.
HOLLUB: Nobody really prepared in advance for significant growth. And so now with the supply chain challenges, it makes any kind of attempt to grow at a rapid pace very, very difficult.
CRONIN: But start with the fact that more oil requires drilling more wells.
Farzin Mou, vice president of intelligence at Enverus, an energy analytics company, says it's not as simple as turning a spigot.
FARZIN MOU: The point from which you drill a rig to the point that you can turn it online - it takes about 6 to 8 months typically.
CRONIN: And these days are anything but typical. Mou says she doesn't expect to see more oil until next year. That's for a few reasons, starting with the supply chain. So first, there's materials. To drill an oil well, you need things like sand and steel, things that are expensive and in short supply right now. Then you have labor. The number of workers producing oil and gas had been declining for years. Then at the beginning of the pandemic, a lot of workers got laid off.
STACEY MORRIS: And those people may not come back, right?
CRONIN: That's Stacey Morris, director of research at Alerian, an energy data provider.
MORRIS: They've probably had to go on and find something else to do because their job in the oil industry went away.
CRONIN: Last year, some of those jobs did come back, but not all of them. But the biggest factor for oil companies right now might actually be fear. Their investors have been telling them to focus on returns over growth. Don't go chasing the next oil boom.
MORRIS: I think energy companies were very afraid to ramp production because they were going to get punished by investors.
CRONIN: Now, maybe Russia's invasion into Ukraine will change that equation. But top oil executives are proceeding with caution. Oil prices are volatile. And they're all too familiar with the bust at the other side of the boom.
Here's Vicki Hollub, Occidental Petroleum president and CEO.
HOLLUB: I think there has to be growth in supply at some point when we can make it happen.
CRONIN: No promises when that will be - so if you're hoping that U.S. producers might relieve some of that pressure at the pump, you might be waiting for a while.
Brittany Cronin, NPR News.
(SOUNDBITE OF MOKHOV'S "AUSPICIOUS PATH") Transcript provided by NPR, Copyright NPR.
US / WorldMorning Edition
Brittany Cronin
Brittany Cronin covers cars, energy and the future of mobility for NPR's Business desk.


Need more information about booking Home 7279068 ?
Ideal for families or 2 couples, or a group of friends.
The house is situated in Ligoneri, a hill on island's most popular location, due to the astonishing unique views.
There is regular bus service to Dapia ( the main port) and it takes 15 minutes by bus or 25 minutes walk on foot from Ligoneri to Dapia and vice versa.
During Easter and the summer months there is also a local grocery operating a minute away from the house.
You can get in touch with Ralou (the owner) through the contact form on this page.
Send Ralou (the owner) an email through the contact form on this page. Alternatively, if there's a phone number on this page, you can call them.
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If you've already booked, go to Manage your holiday booking to view Ralou the owner's contact details or send them a message.
Or send Ralou (the owner) an enquiry through the Contact the owner/manager form if you'd like a quote or more info first.
When you pay online through the Book your stay form, a booking request is sent to Ralou (the owner). You'll find out within 24 hours whether they've accepted - no money will leave your account before then.
You can also request a quote from Ralou (the owner) through the contact form. The owner will email you the total cost for your dates and a link to book and pay online.
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You'll need to contact Ralou (the owner) to do this. Send them a message in Manage your holiday booking or through the contact form on this page.
You can request to change the dates or number of people on your booking via the Manage your holiday booking page. To change your holiday dates use the Edit booking button. If you need to change the number of guests staying then send Ralou (the owner) a message.
If Ralou (the owner) agrees, they'll send you a revised quote outlining the changes. You can review and accept/decline this from the Manage your holiday booking page. You'll have 48 hours to take action before the revised quote expires.


text:
Q: How to optimize spark to write data to s3 by joining 2 tables of 20TB each We are joining 2 tables, each 20TB in a spark job.
Running it on r5.4x large EMR cluster.
How can we optimize it, can anyone share few parameters to finetune the job and help it run quicker.
More Details :
Both input tables are timestamp partitioned.
Size of files in each partition is around 128MB each.
Input and output file format is parquet.
Output is written to an external glue table and stored on s3.
Thanks in advance.

redpajama_set_name: RedPajamaStackExchange


text:
function p = getPosition(cb,varargin)
%
%   pos = sl.hg.colorbar.getPosition(cb,varargin)
%
%   Optional Inputs
%   ---------------
%   constrain : default true
%       Since we don't get the property directly but only via an
%       approximation if we exceed 0 or 1 for units we force them to be in
%       range ...
%   type : string
%       - 'innerposition' 'p' 'i'
%       - 'outerposition' 'o'
%       - 'tightposition' 't'
%
%
%   Copied From
%   -----------
%   https://stackoverflow.com/questions/42692628/obtain-full-size-of-colorbar-in-matlab

    %TODO: Requires units comparison
    %in.constrain = true;
    in.as_struct = true;
    in.type = 'tight';
    in = sl.in.processVarargin(in,varargin);

    temp = cb.Position;
    %temp(1) = temp(1)-0.1;
    h_axes = axes(...
            'Units', cb.Units, ...
            'Position', temp,...
            'BoxStyle','full',...
            'YAxisLocation', 'right', ...
            'YLim', cb.Limits,...
            'FontSize', cb.FontSize,...
            'FontWeight', cb.FontWeight,...
            'Visible', 'on', ...
            'FontName', cb.FontName,...
            'YTick', cb.Ticks, ...
            'YTickLabels', cb.TickLabels, 'XTick', [],'TickDir',cb.TickDirection);

    if ~isempty(cb.Label)
        ylabel(h_axes, cb.Label.String, 'FontSize', cb.Label.FontSize, ...
        'FontWeight', cb.Label.FontWeight, 'FontWeight', cb.Label.FontWeight)
    end

    switch lower(in.type(1))
        case {'p' 'i'}
            p = get(h_axes, 'Position');
        case 't'
            p = sl.hg.axes.getPosition(h_axes,'type','t',...
                'add_legend',false,'add_colorbar',false,'as_struct',false);
        case 'o'
            p = get(h_axes, 'OuterPosition');
        otherwise
            error('Unrecognized position type')
    end

    if in.as_struct
        s = struct('left',p(1),'bottom',p(2),'width',p(3),'height',p(4),...
            'right',p(1)+p(3),'top',p(2)+p(4));

        p = s;
    end

    delete(h_axes);
end

redpajama_set_name: RedPajamaGithub


While lectures have enduring value, challenging students and keeping them engaged sometimes requires a rethinking of the classroom paradigm and traditional learning models. With more than 3200 students across eleven programs, the Human Biology Program – which includes such diverse topics as neuroscience and global health – understands there is more than one way to learn.
To address these challenges, the Program now offers a full spectrum of courses using a number of delivery methods, from fully online, available through eCampus Ontario, to blended or hybrid models that retain lecture-like components but are augmented with online components like discussion boards and video lectures.
The pure lecture format for four years can lessen their inquisitive nature because we don't always engage them in the learning process," says Melanie Woodin, Director of the Human Biology Program.
The goal of online or blended courses is to mirror the interactive process of the in-class experience while simultaneously enabling collaborative learning through a range of methods, including online breakout rooms and wikis.
"Many people are doing things for the first time so the scope of the project has been a learning curve for us – whether it's developing an online course or module – or understanding the time commitments involved," Woodin said.
The program's redesign benefitted greatly by including others in the process. Students have been involved throughout, providing feedback and participating in the planning stages. Work-study students helped to research, design and implement online learning modules through consultation and collaboration with professors. Instructors and educational developers across the university were also consulted. Many instructors belong to U of T's online Community of Practice and they work together, consulting with faculty, librarians and educational technologists to find the best solutions for individual courses.
"One of our goals in Human Biology is to be world recognized for teaching innovation. In order to do that you need to tell people what you are doing, just as a researcher in a lab goes to a conference to share their results. That's exactly what faculty members are doing here." Woodin added. These same faculty members are then bringing new pedagogical information back to the program to further modify courses.
When the Dalla Lana School of Public Health became a Faculty in 2013, a part of their mandate was to develop a new undergraduate program. Working in collaboration with the Faculty of Arts & Science, and specifically with the Health Studies Program at University College, they started by developing and offering a first-year introductory course – Grand Opportunities in Public Health, offered for the first time Winter 2015. The course offers students the opportunity to learn and reflect on some of the major dimensions, central challenges, and strategic opportunities in global public health. "We have tried to offer them a smorgasbord of opportunities," says Andrea Cortinois, Assistant Professor and course co-director.
Thirty-five instructors participated in the course, contributing 39 short video recorded lectures that are the first component of the course's inverted classroom format. Each week the students are expected to watch three to four of these videos, complete their readings and then answer an online reflective question. The second inverted component requires students to use peerScholar (a software that supports peer and self-assessment, developed by Professor Steve Joordens, Psychology, UTSC, and his team) in order to assess three of their peers' reflections. The third component is an in-class discussion on that week's readings and content, for the first thirty minutes of class. The remaining ninety minutes are spent in tutorial style discussions. The video recorded lectures then become part of a growing repository of resources for the undergraduate program that Professor Cortinois and his colleagues are currently developing, which also includes an e-Textbook for each new course introduced.
Every two or three weeks the students complete a short survey and the course adjustments are made according to the students' needs or suggestions. This open communication enables a rich relationship between teachers and learners that extends beyond the course work.
At U of T, we're continuing to implement new teaching and learning models that evolve and innovate, taking advantage of new technologies and new methodologies and utilizing the knowledge and experience of our greatest resources – our faculty and students.


text:
Stream This Episode
Download: MP3 (39 MB)
Hosted by Jill James, Vivid Learning System's Chief Safety Officer.
This safety podcast is a series of conversations with safety professionals about how they came into their role, what they've learned along the way, as well as some of the highs and lows that come with job.
We've created this safety podcast for you, the safety professional.
#4: Teach me.
June 27, 2018 | 52 minutes 50 seconds
To pay his way through school, Jeremiah started working in agriculture. Today, he's the Director of Occupational Safety & Environmental Risk Management for a prestigious organization in the zoo and aquarium industry.
While studying animal science and planning to attend veterinary school, he began a career in safety to support his young family, eventually moving on to larger leadership roles and never looking back.
Speaking with series host Jill James, Jeremiah shares what he's learned along the way, his good fortune to work early on in high-performing Safety cultures, what he is most proud of, and the reason why "teach" and "me" are the two most important words he's ever learned.
Jill:
This is the Accidental Safety Pro brought to you by Vivid Systems and the Health and Safety Institute. Episode number four. My name is Jill James, Vivid's chief safety officer and today I'm joined by Jeremiah. Jeremiah is from the zoo and aquarium industry on the west coast, and is a director of occupational safety and environmental risk management. Welcome Jeremiah and thanks for being with us today.
Jeremiah:
Thanks for having me. I'm happy to be here.
Great. So Jeremiah, how many years have you been in safety? How long have you been doing this kinda work?
So I would say 13 years total, probably 10 years formally in a safety type position.
Okay. Great. So when you think to the way back, understanding that not all of us came into safety directly. It wasn't like so many of didn't ... We weren't little kids thinking we were gonna get into this career. What was the backdoor way you came into it? Like what were some of those first jobs that sort of led you and put you on this path?
Well it's interesting and I think you're right, the accidental safety manager. Many of us never planned on being in this role. When I grew up, I didn't say I wanted to be a safety manager-
When I was a kid. But I started in a production setting after college, I got a job, went to work. But I was responsible for managing a large group of people and the company I was with was very risk focused and tried to control risk. And so the emphasis was on PPE and ergonomics and keeping everybody fit, just like you started your intro. We wanted everybody to go home in the same condition they came to work and I was fortunate that the company I was with really had a strong, developed safety culture and it rubbed off on every supervisor, every manager. And by being able to pick up that skill, it really afforded me opportunities down the road that got me where I am today. So I had to ... It was something I had to embrace as part of our job responsibilities.
Yeah. So you had ... You said it was your first job out of college in a production facility. What was your... What did you go to college for? What's your degree?
So I went to school for animal science-
Like a lot of folks, like I thought I was gonna be a veterinarian.
Wow, interesting.
But grad school seemed kind of a lofty goal and I worked a lot through college, so I ... The grades weren't quite where they were supposed to be and it was such a competitive ... to get into vet school.
And I get to a point where I just was accumulating debt in college. I needed to get to work and so I looked for the best opportunity I could in that field, and being in animal science, it was naturally in agriculture.
And so I ended up with a large agricultural company that really focused on safety and risk, like I mentioned before.
And I was fortunate that I had that opportunity.
Yeah. So what part of the country was that first job?
So that was in the mid west.
Actually west Texas, up in the Panhandle and-
There's more cows than people and that was the industry I was working in.
Right. Well that's cool. So how long were you at that first job about?
Let's see. I was a production supervisor for about a year and it was the type of work that was physical, it was demanding, I was on the night shift.
I had a small young family.
An opportunity came up in the environmental department, which was something that had ... it had a microbiology component. It was waste water, biogas, things I was really interested in and I was able to apply some of the science background that I had had in school, and always had an interest. But it opened up a whole 'nother level of risk. Instead of just looking at PPE and ergonomics for folks that were working an hourly shift, just trying to get through a shift. It was really looking at more hazard recognition, like going into confined spaces or H2S and working with large equipment and machine guarding and things like that. So it went from that personal safety factor to ... Now it's recognize big risk and you're working in smaller teams. You gotta be more dynamic, you gotta plan ahead.
You need policies and procedures. So it was really a great chance to kinda broaden that experience. I didn't even realize it was happening at the time.
I was just doing the job.
Right. Was it intimidating? I mean that's a pretty big responsibility for a young person, not necessarily with that background. Was it intimidating or do you remember it being more like exhilarating and you're like digging into the research piece of how does this work?
I was fortunate that the company I was with had a really great training program.
And so we spent time in multiple different departments before we landed where we would be working, and it was a department that I had spent a couple weeks with, that I knew I had an interest in. So when the opportunity came, I was really excited about it. There were other benefits, it got me off the night shift, it got me ... So I'd get to see my family more and things like that. So there were motivating factors, but I knew it was the opportunity for me at that facility at that time. So I fully embraced it and it was exciting, it really was.
Yeah. So you were there for a while and then what was the next step? What was the next part of your safety journey?
So I did the environmental management piece, which was environmental auditing and again, waste water management, and I got to go to different facilities and stuff like that all over North America. And it gave me the opportunity when it came to leap into what we all know as the EH&S role, environmental health and safety. An opportunity came up and it was actually a canning industry-
Where they were lacking some environmental experience. They had some opportunities we'll say with some of their permitting and stuff like that. And I got to work with an individual that was strong on the safety side, not on the environmental side, and so we kinda combined our powers. But that was the first time I had the formal safety title of an EHS manager. So it was the two combined and so at that point, that's where it was, "Hey, you're responsible now for these supervisors, making sure that they're managing appropriately, keeping their staff safe, setting up programs, reducing their ex mod." All those types of things that come along with the safety program.
So that was about five years into my career-
Where I actually had that in true safety title. And so it was something I embraced and I was eager to get out there and make a difference and really in this safety role, you have that opportunity, so.
Right. You do. So ... And it sounds like maybe that was one of your first opportunities to kinda have a mentor right, in the same work environment too. You said you had partnered with someone who had more of a background in safety.
It was. I had a great environmental mentor and I owe a lot to him. He taught me a lot about that side and he was always safety minded, he never wanted to get anybody hurt. But to have someone that was purely focused on risk management and safety from the broad perspective, yeah, it takes a mentor. Safety's a learned behavior.
I mean all of these stuff, you've gotta have someone kinda show you the ropes and get you up speed, especially for the industry specific stuff. You know?
Yeah. Right.
There's the common knowledge in the plant or the group that you work with and that's key to helping you be successful as a safety manager.
Yeah. Can you think of anything from back in those days that you ... in the moment you can think, "Wow, I never thought I'd do that." Or "That was a really cool thing I'm really proud of and think about it still to this day." Or "Man, that was such a crazy thing I had to do to build street cred. I can't believe I did that."
Well there's plenty of things. I can remember my days in the rendering plants-
Oh, sure.
Where we had big steam cookers and pressure vessels, different things like that, where maybe there was a spill or a failure of some sort that constantly would go ... Things would go awry during a shift in a rendering facility and having to get in with rubber boots and a shovel with all the guys and start shoveling. You know? And it's ... unique experiences I'll never forget. Coming home and having to leave my clothes, my work clothes on the front porch because my wife wouldn't let them come in the front door.
Yeah, that's dramatic.
The stuff that I really enjoyed early on was getting into the confined space piece and the confined space entry and participating in those types of trainings, the hands on stuff. We would do lagoon clean outs or we had H2S filters that we would have to remove the medium out of. And so working side by side with contractors and staff-
To put together a rescue plan, to practice that piece and fortunately, we never had incidents. But we always felt like we were prepared for them.
Which was great, it gives you a lot of confidence that you're doing the right thing, that you're taking care of your teammates. Everybody's ... It's a much better work environment when you know everybody's got your back and you know the plan, you know what you're gonna do, and to be able to do it with confidence.
When you were doing those plans way back then, confined space and probably I'm guessing training people side by side like, "This is how we're gonna do it. This is how we're gonna monitor the area. This is the rescue equipment we're going to use. Here's how we're locking things up." Was it ... The people that you're working with then, the people doing the work, was it a big sell or did they kinda go along and say, "Okay. This makes a lot of sense." Or did you have detractors who were like, "We've been doing it this way for 20 years. Why are we have to listen to you kid?"
Haha...You know the fortunate part at that time in my career and in that role, I had the buy in from the upper management, from the corporate level, that safety is gonna be a priority. We're not budging on compliance. So it made that piece easier. It doesn't mean that I haven't run into that-
In other areas.
Lucky you.
So I was lucky in that format, where I was able to get the grounding and develop the skillset, that we had the buy-in in the hierarchy that made it possible. At the stage, if I hadn't had that, I don't think I could've pursued a safety career any further. It would've been too much of a struggle.
And I probably would've gone a different way, but at that point in my career, we had the upper management buy in, which I know most safety managers struggle with, that they don't always have that. They're always coaching up and coaching down, but in that situation where I really started getting my feet wet and really started to have influence, I was fortunate to have folks above me that knew the value in the work that I was doing. And the size of the organization and corporation because risk was so important to them, they saw value in it. So there was really a top down approach at that point.
Wow. Lucky you, I mean I that's I think unusual for a lot of people in our field, to kinda walk into jobs where that culture and that emphasis already exists. Yeah. You mentioned the rendering plant, which make me think of when I was working with OSHA. I investigated exactly one rendering plant and it's the closest I ever got in my career to vomiting. And so when you're describing what you just described, I totally am transported back to this rendering plant and I was ... it was in July that I was inspecting it in Minnesota when it's hot and humid. And you talked about your wife telling you to leave the clothes on the porch, the leather of my belt-
Yes. Yes.
Smelled like the rendering plant.
Yeah. I don't envy the guys that do that for a living.
No. Right?
And I ... If we weren't on the podcast, I could tell you a wonderful story about a college intern that came and worked and ended up in the rendering plant, and it had some experience to you. And there was a ... Basically pointed a ... And while we were doing one of these clean ups, this young man was running in and out of the plant to vomit as you said.
And one of the managers goes, "Where are you going?" He's like, "It doesn't matter. We're a rendering plant."
Like you don't have to worry about keeping the floor clean.
Oh, my gosh. That was so funny.
So no, if no one's ever experienced it ... I mean that's the best description. I mean once you step into it, it's like ... That's the normal reaction, you know?
Yeah, yeah. It was-
The biological reaction. Yeah.
Right. It wasn't the plant insides that bothered me so badly and I think I have a pretty strong stomach, but it was ... They had a load out bay.
And so all these trucks ... all these semis would back into this load out bay, kind of down a little bit of an embankment and it was covered over and it was ... it was hot and it was summer. And doing my job, I was walking between all of these semis as I was looking to see if wheels were chocked-
Or if dock logs were being used or whatever, and it was between those trucks where it was really bad.
Yeah. There's a unique slurry. There's a unique kind of-
Yes. Right.
And there's ... Yeah, there's nothing like it.
Right. So the crazy things right, that we do in this job and then like you said, people that work in these facilities year after year and ... for their livelihood and our role. What is our role? Our role is to make that as safe and as pleasant for them as possible. So you ... In the canning industry, different from where you had been in the agricultural industry, you added some ... I guess probably some more machinery knowledge I'm guessing to your bag of safety tricks of that time, huh?
Sure. Sure. The canning industry, it's very unique because you have ... not unlike a lot of other agriculture, you have these short harvest seasons.
Where you have these facilities that run around the clock and you have seasonal folks. So you've got ... everyone's gotta be trained or retrained. But yeah, you've got a lot more conveyor belts, moving equipment, the can seamers, the can fillers. Everything is spinning, turning, it's steam powered. The cookers are steam powered, so it's hot.
It's hot. Yeah.
But there's automation, but there's a lot more manual process. I mean it's an industry that really hasn't changed a lot from back in the 40s and 50s. Some of the equipment we ran was old ductile iron equipment that was built in the 30s, 40s or 50s, 'cause the technology hasn't changed much.
So it was a different ... definitely a different environment, but we still had the material handling, material moving issues, whether it's forklifts, flatbed trucks-
Conveyor belts. A lot of different things like that that probably presented the most risk, just because everybody's in a hurry, everybody's in a tight space and you have to keep up. We had facilities that had a 100 trucks a day, another facility that had 300 trucks a day and these are produce coming straight from the field that needs to be in a can in four to six hours.
So there's a lot of pressure.
But every individual is a valued individual with a certain skillset. They're not ... You can't just go find another seamer mechanic that can work on a seamer. You gotta keep those guys motivated, healthy and it's tough because those are types of jobs where you ... there are no weekends. These guys work the whole harvest. You know?
It may be 90 days, a 120 days and it's important to them because they wanna get as much work as they can during that period, and they follow the harvest. They may go somewhere else and do something in another location three months later.
Sure. So pressure's high all the way around from safety to-
Yeah, the whole thing is high. So back then, particularly when you're running 24 hour shifts, how did you do the training back then? And I'm guessing you were working some pretty late nights or overnights too. But how did you approach that with all of those people?
Well we found over time that the most effective way was to try to get everybody pre-hire from the season and do a four to five hour safety orientation, where we covered your basics. Whether it was emergency action plan, machine guarding, personal protective equipment, heat stress was huge.
Yeah, I bet.
So we front loaded the season with as much safety messaging as we could. We actually partnered with the union to help them to understand, "Hey, we're here to keep your folks safe." And they bought into it as well. But it did take a lot of oversight during the season. We had ... Every shift had an EMT on it. It was kinda the first responder, but also managed the safety process. We had ... We instituted an inspection program for before and after each break for supervisors and they worked with EMTs. We had cooling stations set up. We used to have to flush our eye washes about every hour, because this was such a warm environment.
Oh, wow. The water would get too hot.
The water would get warm in-
In the eye washes.
So we had guys that basically around the clock were making rounds and keeping safety at the forefront. We had ... Personal protective equipment was issued by the supervisor. So the inspections were done by the supervisors, but we had somebody in safety to have oversight for each shift. So it was really ... The important part was sharing the responsibilities, making sure that everybody knew their part in keeping their staff members safe. It took me back to being that supervisor on a production floor and understanding how important each one of my team members is. And that experience is what helped me be successful with the folks in the cannery and developing a system that wasn't ... You have to make it easy for a frontline supervisor to manage safety. You have to make the PPE available immediately. You can't have them run halfway across the plant when they're trying to meet a production goal.
You have to have it at their fingertips. You have to make it easy for them to do and you have to help them understand why it's important to keep their staff running. And how ... When they don't, how it can really impact them.
Right. Right. And what can happen in those times. So you built ... One skill built onto another skill. So what was the next stop in your career after the canning industry?
Well I had a short stop in produce. I went lettuce actually, fresh lettuce and that was ... It was very similar to the canning piece and then after that, I segued into zoos and aquariums. I know it sounds like kind of a leap, but with the animal science background-
And that point I had gotten pretty astute in reducing ex mods and workers comp claims, which is all part of a safety manager's role, that by developing a process to minimize those injuries, workers comp claims, it was ... When somebody needs that, that's something that translates across all industry and so I was fortunate that I got into the zoo and aquarium industry and was able to take over some of that piece on the worker's compensation, develop a safety program and help turn around, where things had kinda gotten a little bit out of hand.
So in your career, I mean this is a really big change. I mean zoo and aquarium industry, so that's a change. But in my head I'm thinking you have more than employees now. You've got volunteers, you've got the public, the people who are enjoying the zoo and aquarium industry. Has that all been added to your safety plate as well?
Well it's kinda funny 'cause you talk about being an accidental safety manager.
We wear all these different hats, especially these facilities where you that EH&S role. So a part of what I did is I managed security too. I never kind of include that in the repertoire of things that we've done.
But site security for particularly the cannery. We had warehouses in an area where we had to keep things secure. And so having some of that background translating over into now, yeah. We have a public facing guest experience, where folks are coming in and out. How do we keep them safe? How do we keep the staff safe? And then we have a living collection that we're also responsible for. So no, I think it's-
That's more than a trifecta.
Right. And it boils down to having a savvy eye to identify risk or hazards and ... and then it's just general duty. Falling back on-
What's the best thing that we can do to keep people from avoiding this hazard or injuring themselves on this. And as long as you are willing to take the responsibility, share those responsibilities with others, get their buy in, I think a lot of safety management principles translate to every industry.
Yeah. Yeah. Wow, that's intense. So you've worked in a couple different parts of the country. You're on the west coast now and you were in the mid west before and I forgot to ask where the canning industry was. How has the way that you approach things changed or did it change with people in just different parts of the country? Is there a different vibe and a different way that you approach the employees that you're working?
That's an interesting question and I think probably in your role as you travel from location to location, it's probably pretty obvious to you. But I don't think it's obvious to folks that don't get from region to region, but I would say absolutely yes. Texas has a certain way of doing things. They try to get things done immediately, "Let's address it now and let's get it fixed." And on the west coast, you talk like California casual and things take time. Sometimes you have to be a little bit more diplomatic with your approach, with your messaging. You have to front end load a lot of the reasoning for why we need to do this, to help folks understand, to solicit that buy in. And then still it takes developing a partnership, to work along to get this objective accomplished. I think in every location, you still have the old timer that says, "Hey. We've been doing this for 30 years this way. Nothing's ever happened." But I think there are differences in regions and-
I won't necessarily say work ethic, but just the core values are different from region to region and that translates into safety-
And responsibility is always different.
Yeah. I think so too. When I was in my last job, I was serving a number of different states across the country and so I would take my show on the road more or less. And I remember one time specifically, there was some training I was doing to key groups of managers with them across my ... I think three or four states. And so I started out with my first one in the mid west in Minnesota and then I took it next to Missouri and it like was so hard. It fell like flat. It had been like this really great interaction, we had a great time, people were sharing. It was interactive, the training went well. I did exactly the same thing in Missouri and I just ... it feel flat. And I remember going to our administrative assistant at the time, who had been with the company for like 25 years and I said, "Lynn, I was such a failure here. Like I don't know what I did wrong." And she says, "You've gotta slow down. You've gotta take time. You're in the south, people wanna know who you are. They wanna know that you know their name and you need to build a rapport like in a different way than you apparently do back home." And I'm like, "Okay. Okay."
So the next time I went back and I really spent some time with everybody and in that particular case, I was like practicing everybody's names. You know when you have so many people it's like, "How could I ever remember everybody's names?" But I was like, "I'm gonna learn all these people's names." And so I ... Before we started anything, I'm like, "I'm back. Thanks for being with me again." And then I went around and said out loud all of their names and asked something about them. And they're like, "Hey. You really know who we are."
Right. Right.
And it completely changed the dynamic and it was just something that I had taken ... Like I didn't know that that was part of the job too, and it was because it was their regional thing. Like they really wanted to build rapport and it was important to them in the way that I did it and that I spoke their name, and who among us wouldn't want that. But it was an awakening for me that different parts of the country are different.
Right. And I think there's certain areas, but it's unique that with safety especially with safety management and working with a group, even if you're an outsider. We're lucky that we're able to make that connection between getting back home to your family. You know?
And how safety is important. And the better that you know the individuals or the better that they understand ... you had the same goal or you make that connection, sometimes the more receptive they are to your messaging. And I don't know if you're talking about something else in the industry, if you have that same opportunity that you do with safety.
Yeah. Right, right. And you mentioned making it relatable to family and bringing it home. How does being a safety professional work for you when you're not at work? Like do you ever get to turn the button off and what do your kids think about your job?
Well that's ... It's an interesting question. There's a part of me that tries not to take too much work home. I've got a family that is a young family and we spend a lot of time doing youth sports and fishing and things like that. But it always comes back to something that's safety related. So-
If ... My wife and my kids especially, if they see me doing something I'm not supposed to, they're their own little safety manager. They're like, "Hey, aren't you supposed to do this or that a certain way?"
But it's interesting because you can't turn off safety. It's something you see on a daily basis and once you start to think that way, it really does transform you. It transforms pretty much everything you do on a daily basis. Now with the risk management piece, it really has changed the way we kinda look or how I look at things more critically from that perspective, that I didn't always do in the past. But there are other things that naturally I self-select that ... I'm not going bungee jumping anytime soon.
Exactly, me either because I'm so nervous about like-
Who inspected the gear?
Was it mode rated? What's it attached to?
Yeah. I'm ... Now I'm kinda skeptical at amusement parks. I'm kinda skeptical at hopping on a pair of skis or a snowboard and going down a mountain. Like I just know that accidents happen and especially with kids and family expected to some degree, but a lot of it is preventable. And so maybe we don't have as much adventurous extreme fun as I would if I wasn't a safety manager.
Right. I know. I get that from my family and friends too. Driving down the road and I'll see something and I'll be like…you know like, "Oh, my gosh." And they're like, "Could you just turn it off?" Like I'm sorry, my eyes are trained to notice these things.
Sure. Sure.
Yeah. My son at a very young age, I remember him specifically asking me like, "Mom, what's our safety plan for that?" And I'm like, "Oh, no. Oh, no."
Right, right.
Here I've done. I've ... For better or ill, it's at home.
Oh, man.
And it's not something that leaves you. So-
Definitely. Definitely. So you've been at this career for a while. How has technology entered into what you do? Like in the evolution of you've had these jobs. What's sort of changed technologically in safety for you?
Well I think one of the ... The most apparent is we've gone from old fashioned, a white paper and a tailgate topic and doing a lot of the training in a classroom format, which we still do in certain applications, but that used to be the standard. I mean that used to be how you had to do all your safety training. You had to bring somebody into the safety trailer, the safety classroom and sit down and watch a video, "Okay. Let's talk about it. Show me how to do it." I think with learning management systems, you've got all sorts of technology that folks can have it on their phone, they can have it on a tablet, they can have it on a computer. I think that's really helpful for the safety manager, safety supervisor to get the content out there, but that was something we didn't have ... I didn't have 10 years ago. And then the stuff that we did have wasn't really up to speed or it wasn't something that anybody really wanted to sit through an hour of or-
Much less four hours of. So from that perspective, it's changed. But I'd also say the tablet technology, of having a touch screen in a tablet, make things like doing an inspection and keeping that record so much easier, or going on out and taking a picture for an investigation. Used to you'd have like those little disposable cameras-
And like a pouch and you'd have like a ... Okay, write out your narrative, everything that happened, take some pictures, then you gotta go get those developed or something like that. Now with the tablet, you can take a picture, you can ... or a telephone, everyone's got a phone.
And then you can fill out the inspection report or the incident report all right there and then the records are kept. You put it in a folder, you put it in a file. You've got it right there. So that's a big change. And if you're talking about industry just the technologies with the PLCs and frequency drives and the way so many things are automated now. That's changed the level of risk for the folks that are on the frontline that are out there working ... that are working with equipment machinery-
Processes, which it does make their job easier.
So Jeremiah when you're stuck, where do you go for help? Like what's ... What are your key places that you go when you're trying to ... I mean 'cause I know at least and I'm guessing you've probably discovered, we're never gonna know it all in safety.
And so what are your sources or where do you go or do you have current mentors or how does that work for you?
Well you know I've called you several times and shot you an email.
Goes both ways.
So no, I mean it's important to have counterparts in other folks that ... network with people that do similar work to what you do, because nothing's really new. Everything's been done before to the large extent. But there are good resources, whether it's on the internet through the Cal OSHA site, whether it's trying to look up letters of interpretation, different things like that. It is tough to sift through a regulation and try to find exactly what you need.
So having someone that can either help you kinda leapfrog ahead to get to the right spot or says, "I've seen that before or I remember we did this." So having a network of safety folks that you can reach out to is important.
Yeah. So where do you ... Has your network that you've got now, is it just kind of organic from your past ... from your work past, or do you have like ... Since you're in the zoo and aquarium industry, do you have a specific network that you reach out too there as well?
Well a little bit of both obviously. There are folks that I've done hands on training with when it comes to confined spaces, there's someone that I know. He's my go to if I've got any question on configuration of a space or rescue or anything like that. I mean he's the guy I go to. But when it comes to industry specific stuff, we have the Association of Zoos and Aquariums. They have ... They do accreditation for zoos and aquariums and they have a safety and risk management portion. So they have a safety committee that you can go to and ask questions or bounce things off of and see what the rest of the industry is doing.
But even here, we're fortunate that we have career electricians, career plumbers, people in the crafts and trades. You don't think of that at a zoo or aquarium, but all those jobs are really important.
And many of them have 20 plus years of experience and they're a resource too.
And so sometimes that's the best thing, is to go to the end user really and say, "What do you know about this? What do you understand about this? What are the risks ... What are the contractors and the folks that you work with, what are they telling you?"
Yeah. What are you seeing? Yeah.
And that gives you a good place to start sometimes.
Yeah. I think that's really powerful when you're not specific to those crafts, like how can you get that information. I know I've talked to electricians specifically a number of times, like just trying to understand what arc flash is.
And I mean I can read about it, I can digest videos about it, I can look at it. But to like talk to an electrician and say, "Have you ever seen this in your field? Like ... And what were the circumstances at play? And like what happened?" And they can give you so many stories that are real world application things that you would never know because you're not an electrician.
Right. No, and that's the perfect example. That's kinda what I was thinking about in the back of mind, is exactly that. Every career electrician, a guy that's been around long enough knows somebody or has witnessed or seen somebody that's been involved with an incident like that, and it's powerful. That story or that understanding is-
Much more powerful to a group or to helping folks realize the hazard, they really don't see it.
So yeah. That practical, hands on experience resonates a lot, especially when you get to the frontline working group.
Yeah. And collecting those stories, I think our discipline is like we understand the regulations, we are looking at the science of it. But then we're collecting stories-
Because it's the only way to transfer that information in a believable way. Yes. So it's ... I was curious. You started your career a production manager, working shoulder to shoulder, supervising people and now you're at where you are now. What skills or what do you carry over just about learning about people and like how has that shaped your approach? Especially since you started out the way that you did. How has that shaped your approach to humanity?
Well that's a great question. And I fall back on this ... I was really fortunate that a supervisor early on when I worked in agriculture ... I speak some Spanish. I don't speak a lot. I can kinda get the crew to do what I need and I can understand some, but the two most important words that I learned were enseñame, which is teach me. And I would walk up to someone and there's always that awkward, "Well this is my supervisor." And they're an hourly individual and just ask them to teach me what they were doing and that was the best icebreaker. And once they showed me what they were doing and then I clumsily tried to do the same thing that they did 2000 times a shift-
With ease, it was an icebreaker. But it was ... It was also that they understood I wanted to understand their job so I could either help them make it easier or help them be more productive, and I always carry that when I ask a manager or a supervisor to do something extra. Safety's not supposed to be something extra, but inevitably it is.
They have their own responsibilities, they've got their own deadlines, they've got goals to meet. They're not necessarily safety related and safety's supposed to be part of what they do, but any time you have an additional ask, it's an additional task. And so trying to look at it from their lens and how you can incorporate or weave it into what they do on a daily basis and add value, is probably the approach that's helping me most successful. But it really is teach me-
Teach me. Yeah.
Help me understand. Come from a position of understanding first versus walking in and saying, "Everybody needs to wear this type of PPE and everybody needs to do this inspection."
So like that was years and years ago, but those two words have really been valuable-
For me and just ... it just changed my whole perspective, my paradigm on the way people view you as a leader or as someone that's got authority and to try to understand their perspective first-
You're gonna be a lot more successful.
Right. It removes assumption.
And assumption is not always a ... It's never a good place to start.
So that's ... Yeah, that's beautiful. What part of the job do you really loathe doing? Like what's the -yucchh-? If I could off load that, what would it be?
You know there ... Sometimes somebody cuts a corner, somebody does something for whatever reason whether it's time or a resource, and they don't stop and make the time to do something appropriate. And so they cut a corner or they violate a safety rule or they put someone inadvertently at risk that they really shouldn't. The corrective action piece is never fun. It's an important part if you continue to have issues.
But it's not the best part of the job and safety shouldn't be punitive. But when you get into circumstances where somebody doesn't log something out or elevated work or going into a confined space without following a protocol. You really put someone's health and safety at risk and that's serious. And when every supervisor's bought in and every manager's bought in and they understand, that's great. When someone just cuts a corner, when they knew or they claim they didn't know, but they should've known, that's tough to deal with. But it's our role and it's part of our responsibility. You hear that we should be the kind of the moral compass for our organization at times, and that's a tough piece.
It is. It's a big responsibility.
Oh, man. There's plenty that keeps me up at night. It's ... Sometimes it's ... It's just, "Hey, I didn't communicate well enough how big that hazard is."
You know? And you kind of are holding your breath and thinking man-
In the rewind.
Right. I hope that doesn't get to someone.
That kinda piece and then again, when we get new folks that come in that haven't had the opportunity to be fully trained or through the onboarding process, still are young, eager, overzealous. Those are the types of folks that you love to have them, but they put themselves at risk when they shouldn't. So sometimes that keeps me up too.
Yeah. Right. Right. So what drives you to keep at this profession or when you're feeling kind of slogging in it as you know ... I mean we're human beings, right? Not everyday is wonderful. What keeps you going at it or is there like some story or something in the background kinda playing in your head that propels you to keep moving?
Probably the thing I'm most proud of is being a mentor and being able to develop a couple of other folks into the safety role.
There's a young man I worked with in the canning industry. He's become a safety professional. He started as an EMT for me, he became a lead EMT. So he's an accidental safety manager-
Just like the rest of us. He was gonna be an EMT on an ambulance and do all kinds of stuff like that and ... I was able to develop him into the role and he fully embraced it, and he's excellent at it and I'm really proud of that. There's a gentleman I work with now that had a different background, a human resources background but has fully embraced the role and the skillset, and developing folks along in that road so that then they can go out do the good that we've done in their own way with their own style but have a solid background. That's ... I'm a coach at heart and that's what I love to do, is coach and that's what I feel like we're lucky in the safety role, that we're able to coach others, develop others.
And they say ... I hope this doesn't happen, but a great safety manager will manage themselves out of a job. If you teach enough people-
To be safety managers just like you-
All of a sudden they're doing all the work.
That's right. I used to-
It's really hard to get there.
It is. Yeah, it is.
It never happens.
I use fishing analogy, you know?
If you teach them to fish, they'll be able to eat forever.
And it's not a ... This job isn't just our job. It's not just your job, just my job, but a facility. It's really everybody's and the more we can teach them, the better. So Jeremiah, you're mentoring. That's an excellent point that you made and I'm wondering if anybody who's listening, who's maybe kind of new in their career and is wondering like, "How do you find a mentor? Like how do you go about doing it?" What advice would you give people who like, "I don't know who I'd talk to." Like how do you do that?
That's a good question and I don't know that there's an easy answer. But I do know that there are a lot of professionals out there just like you and me that wanna share what they know.
And so if you can ever get to any forum or networking forum, whether it's at a training, go to those trainings hosted by third parties, where you get folks from different industries. I guarantee if you kinda poke around, you'll find someone that's like minded and you'll find someone ... Maybe they've got a little gray in their hair, but they wanna teach. They're a resource and they wanna share that information.
And that's the great thing about safety individuals, is we all know it's a collaborative effort. And so whether it's in your industry or outside of your industry, either join a group or go to a training that gets you away from your regular group, and gets you out into areas with other industries. Like I said, all this stuff translates to multiple industries and to every industry.
Absolutely. Yeah, absolutely it does. Yeah. I couldn't agree more. Yeah. And with mentoring, I guess attending conferences and meeting people, I think that's an excellent way for people to make contacts. I know that I've had numbers of people just directly ask me like, "Would you ever consider mentoring?" Or, "Could I call you sometimes and ask you questions?" And I don't believe I've ever said no to anyone and I have a number of people that kinda contact me regularly who are ... gotten into the job just like you accidentally, just like me accidentally. And I just sort of feel it's my responsibility to help where I can.
Right, right. And I think every safety manager feels that way. We kinda have that common tie. It's a tie that binds us, that we all wanna do good. We all ... Like you said, we want everyone to get home safe, but we know these hard lessons that have been learned. Some of these regulations are written in blood, a lot of them and we've seen the impact to the families and to the coworkers, and none of wanna see that for anybody. And I think that's part of our kind of badge of honor, is that it's important for us to share and like you said, we accumulate these stories, some of them are first hand, some of them are second, third hand. But we all know that they were real, they happened, there were real people involved and they were victims and they were families. And I think we all take that serious, that we never wanna be the one that has to call a family-
And say this happened.
And so anything that we can do to prevent that from happening and sharing that knowledge with other folks, it's valuable and most safety managers are more than willing to share it.
Yeah. I think so too. So Jeremiah, last question. What do you think is the highest priority for our profession today?
Or where do you see it going right now?
I think the highest priority for our profession ... We've got ... Technology is getting so far ahead of itself and with our ... I'm gonna drop the keyword, the millennial generation, is that we're bringing folks into industry that there's not as much of the ... or I don't see as much of the blue collar element in that class and that demographic. Yet, we still have needs in these jobs and these roles. So how do we combine the technology and the training and get those stories out in front, so that we can continue to have people to embrace hard work and doing so with a safety culture in mind, to be productive, be interactive. My biggest concern is that everyone's stuck with their face in their phone or some other piece of technology. We don't have that face to face, one on one interaction. That's the one thing with the online training pieces, is that you're interacting with the computer. I think you've gotta combine that with the tailgate piece-
Or some face to face interaction. But there's a big divide between ... You've got your baby boomers and then the folks in between and the younger generation coming up. How do we get the core values-
That resonate from top to bottom from all those age groups, to help develop a hardworking, yet safe, productive labor force here? Because we have so many great opportunities here in the U.S. whether it's agriculture, textiles, import, exporting. There's so many different industries. We're gonna need able bodied individuals to keep doing these jobs as we see baby boomers retiring out. And there could really be a labor shortage if enough people don't get into these roles. So we've gotta make these jobs dynamic. We've gotta make the technology apply and we've gotta get the workforce educated and really ingrained to wanna do this type of stuff.
You know maybe some of it is what you spoke about earlier, which was just so simple, teach me. Right?
And so if our new generation coming into the workforce is equipped with the confidence to be able to ask and say, "Teach me."
And the people on the other end that are willing to show and teach. So we ... Like you said, we can do training, we can do things online, we can do things virtually and that's wonderful for setting baselines, for getting specific types of information transferred to people. But I think there's a lot of power in that, "Teach me."-
"Show me." Once they're in that role, that's where the rubber meets the road with safety. It's what is someone going to do when no one else is watching.
That you get that ... And that's where that question that you said so perfectly, teach me. That's how it happens. That's how it happens, "Show me how you do this. Teach me how to do it."
Yeah. Well Jeremiah, thank you so much for being with me today and being with our audience. I really appreciate it.
Well it was my pleasure and I look forward to hearing more of the podcast. I wanna hear about other incidental, accidental safety manager's experiences, and hopefully somebody gets some value from our discussion today.
I'm sure they did. I'm sure they did. Thank you so much.
Thank you all so much for joining in and listening today, and thank you for the work you all do to make sure your workers make it home safe everyday. You can listen to all of our episodes at vividlearningsystems.com or subscribe in the podcast player of your choosing. If you have a suggestion for a guest including yourself, please contact me at social@vividlearningsystems.com. Until next time, thanks for listening.

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Job Center > ASSISTANT PROFESSOR, VOICE - TENURE-TRACK - The University of Southern Mississippi
ASSISTANT PROFESSOR, VOICE - TENURE-TRACK - The University of Southern Mississippi
State/Province: Hattiesburg, MS
Position: ASSISTANT PROFESSOR, VOICE - TENURE-TRACK
The University of Southern Mississippi invites applicants for a full-time, nine-month, tenure-track faculty position as an assistant professor of voice in the School of Music in the College of Arts and Letters.
Candidate will teach applied voice, recruit undergraduate and graduate voice majors and maintain an active performance schedule. Other duties may be assigned based upon the needs of the department and the candidate's interests and areas of expertise.
Candidate will teach applied voice. Classroom teaching assignments may include vocal pedagogy and diction, vocal literature, opera workshop or other classes as assigned. He/she must maintain an active performance schedule at national and international levels. Successful recruitment of undergraduate and graduate voice students is a critical component of this position.
1. Doctorate required
2. A strong commitment to teaching and the recruitment of outstanding students
3. Proven artistry and significant experience as a performer
4. Evidence of successful teaching
1. A history of successful applied teaching at the collegiate level is preferred.
2. Tenor, baritone or bass voice is preferred.
Location: Hattiesburg campus
Start Date: Monday, August 18, 2014
To ensure full consideration, complete application materials should be uploaded to the Southern Miss website at https://jobs.usm.edu (job posting # 0002902). Review of applications shall begin January 15, 2014, and continue until the position is filled.
REQUIRED MATERIALS:
1.	Cover letter
2.	Curriculum vitae
3.	A list of courses taught and/or qualified to teach
4.	Transcripts
5.	Contact information for three (3) references
6.	Reference list with contact information
ADDITIONAL APPLICATION MATERIALS:
A CD or DVD recording, preferably of live performances; you may also provide links to YouTube clips for the committee to view (preferred). If mailing CDs or DVDs, please mail to
The University of Southern Mississippi
ATTN: Administrative Assistant
118 College Drive #5081
Hattiesburg, MS 39406-0001
Note: A DVD with teaching samples will be requested from semi-finalists.
Salary: $50,000 annual
https://jobs.usm.edu (job posting # 0002902)
UNIVERSITY/DEPARTMENTAL INFORMATION:
Excellence in teaching, research and artistic activity and service to the university are essential for gaining eligibility for tenure and promotion at The University of Southern Mississippi.
The School of Music offers a comprehensive music program of 475 majors. It has approximately 42 full-time faculty, 15 part-time faculty, 62 graduate assistants and eight professional staff. It sponsors more than 250 recitals, concerts, performances and lectures every year. Degrees offered include the PhD in music education, DMA in conducting or performance, MM, MME, BM, BME and BA.
Founded in 1910, The University of Southern Mississippi is a comprehensive doctoral and research-extensive university fulfilling its mission of being a leading university in engaging and empowering individuals to transform lives and communities. The University of Southern Mississippi, which enrolls approximately 17,000 students each year, is the only dual-campus university in Mississippi with campuses in Hattiesburg and Long Beach. Five additional teaching and research sites are located on the Mississippi Gulf Coast and in Meridian. Learn more at www.usm.edu.
As an Affirmative Action/Equal Employment Opportunity employer/Americans with Disabilities Act institution, The University of Southern Mississippi encourages minorities, women, veterans and persons with disabilities to apply.
Employment Eligibility Requirements: All contracts of employment at The University of Southern Mississippi are subject to final approval by the Board of Trustees of the Institutions of Higher Learning for the state of Mississippi. Offers of employment are contingent upon the finalist passing the necessary background investigation(s). The type of background investigation varies by position and is intended to protect the assets, employees and students of The University of Southern Mississippi. All foreign nationals are subject to approval by the United States Citizenship and Immigration Services. Additionally, all employees at the university must possess a United States Social Security number.


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At developed last, BMW Z4 is expected to have a relative. 2017 BMW Z2 is intended to be somewhat more slender and littler than its 15-year old kin, and ought to end up becoming any commendable answer for stopped Z3.
There's in any case an incredible volume of time till year 2017, in addition to it may be expected that Z4 could experience a cosmetic touch up that may conceivably be used in Z2 at the extremely same time. That is the reason we can't yet totally portray the car. 2017 BMW Z2 need to get the indistinguishable, or in any event really comparable inside to the 1 of Z4. In any case, turning into a littler vehicle, it shouldn't supply that considerably space. By and by, greater of the two won't really does legitimately in that division at the comparable time. We expect a tight, lively dash with locale investment funds any place they're doable. For example, touch screen presentation will unquestionably keep on taking off for the dash. Indeed, even in this way, Z2's capacity list most likely won't be comparable to the element rundown of its greater relative. A few things will stay saved for more elite class; that is only the way things perform. In any case, Z2 will probably be an extra convertible/roadster with a ton of cutting edge advances and deft voyaging progression.
Correspondence in 2017 BMW Z2 will be upgraded by an android or ios framework. The auto will have the capacity to be controlled from outside utilizing a remote framework that is so cutting edge. The dashboard will have an expansive screen that will hold control capacities running the auto. The dashboard will be situated to suit the driver. Not to overlook the stimulation bit, a maintained sound framework will likewise be consolidated into this monstrous roadster.
The ceasing instrument will be upgraded to end the auto with cushion if there ought to emerge an event of emergencies. Side and back airbags will in like manner highlight as preparatory measure security equipment. Course will be bolstered by the fixation of a GPRS course structure.
New Z2 will most likely be offered with various three-and four-chamber units BMW's secluded motor engineering with yields extending from 160 to 230 torque from. Some of them could be a turbocharged 1.5-liter three-chamber and 2.0-liter four-barrel. The highest point of-the-reach motor could be a 2.0-liter four-barrel turbo fuel that produces about 300-pull and it will be in the engine of BMW Z2 M model.
Bits of gossip claim that the cleanest three-chamber diesel unit will have CO2 emmision under 100g/km.
BMW Z2 could be propelled toward the end of 2016 or 2017. Despite the truth that it's an extravagance auto or truck, 2017 BMW Z2 is really planned to come to be rather gas-proficient. Aside from its delicate body, proficient motors will do the trap and the auto or truck should accomplish 30 miles for each gallon joined at any rate. M adaptation, by and by, should end up being that productive, despite the fact that. As to sticker price wide assortment, Z2's may maybe without a doubt begin off from some $30,000, whilst sport M models may accomplish a tag with $50,000.


Named for original owners Bob and Jack, who for some reason decided to put a steakhouse restaurant in the basement of a rollicking dive bar upstairs, Bojack's is a local institution. It was founded in 1951, purchased by Wally and Katie Eglund in 1969 (the restaurant that is, they bought the bar later), and run by the Eglund family ever since. The bar upstairs is fun, if a little intimidating for some diners to traverse, and there are nifty signs on either side of the building. Locals recommend the Bite Sized Steak (tender deep fried pieces of steak).


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Priamos er i græsk mytologi konge af Troja. Far til blandt andet kronpris Hektor, prins Paris (også kendt som Alexandros) og Kassandra. Gift med dronning Hekabe.

Kendte scener fra Priamos' liv
Da Hektor blev dræbt af Achilleus, gik Priamos til den græske lejr og bad om at få sin søns lig udleveret, så han kunne få ham begravet. Achilleus gik med på det; han havde allerede slæbt liget rundt om Troja tre gange.

Under plyndringen af byen blev Priamos myrdet af Achilleus' søn, Neoptolemos, en scene som foreviges både i Æneiden af Vergil og i Shakespeares Hamlet.

Påståede efterkommere
Ifølge Snorre i Den Yngre Edda og Heimskringla nedstammer Odin fra Priamos gennem tyve slægtsled. Dermed gælder det samme for de skandinaviske konger, som Snorre påstår, nedstammer fra Odins sønner. I Den Yngre Edda står der: "''En konge i Troja hed Munon og Mennon; hans kone var datter af overkongen Priamos og hed Troan; de havde en søn som hed Tror; vi kalder ham Tor. Han blev opfostret i Thrakien af en greve, som hed Loricos."

Ifølge Fredegars krønike fra omkring år 650 skulle Priamos også regnes som stamfar til frankerne. Selv om Gregor af Tours i slutningen af 500-tallet ikke kendte noget til frankernes oprindelse, hed det sig i krøniken, at kong Priamos af Troja var frankernes første konge, efterfulgt af Friga.

Se også
 Priamos' skat

Referencer

Eksterne henvisninger

Personer i græsk mytologi
Konger i græsk mytologi

redpajama_set_name: RedPajamaWikipedia


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Reader's Digest Albums
A full list of all UK released music albums by Reader's DIgest up to 2003. Please DONATE by clicking the button and you can request and receive bonus material on these collections. Thanks!
Listener's Digest MIXCLOUD PAGE
SFC Home Service
A Treasury Of All-Time Classics
6CD Set
Released January 1994
Cat No.: RDCD771-6 (RDC92341-4)
RD Code: TAC 305
Compiled by B Salthouse. Mastered by P Marchant
The first cover ('Lilypads') was replaced with the 'Painting' cover when this set failed as a test when released. It was suggested through research that customers were mistaking this classical collection as 'easy listening'.
CD1 Grace And Elegance / Beauty And Gaiety (Part 1)
1 - Overture To 'The Magic Flute' - National Philharmonic Orchestra conducted by Charles Gerhardt (Mozart)
2 - Cannon - London Promenade Orchestra conducted by Eric Hammerstein (Pachelbel)
3 - Serenade - London Promenade Orchestra conducted by Eric Hammerstein (Haydn)
4 - Arrival Of The Queen Of Sheba from 'Solomon' - New Philharmonia Orchestra conducted by Sir Arthur Bliss (Handel)
5 - Fifth Symphony - 1st Movement (excerpt) - Royal Philharmonic Orchestra conducted by René Leibowitz (Beethoven)
6 - Air On A G String - National Philharmonic Baroque Ensemble conducted by Charles Gerhardt (Bach)
7 - Spring form 'The Four Seasons' - Jose-Luis Garcia, Violin, with the English Chamber Orchestra conducted by Leonard Slatkin (Vivaldi)
8 - Una Furtiva Lagrima from 'L'Elisir D'Amore' - Thomas Kelly, Clarinet, with the National Philharmonic Orchestra conducted by Charles Gerhardt (Donizetti)
9 - Serenade - London Promenade Orchestra conducted by Eric Hammerstein (Schubert)
10 - Casta Diva form 'Norma' - Chris Cowie, Oboe, with the National Philharmonic Orchestra conducted by Charles Gerhardt (Bellini)
11 - Dances From 'William Tell' - RCA Italiana Orchestra conducted by Rene Leibowitz (Rossini)
12 - Inviation To The Dance - New Symphony Orchestra of London conducted by Alexander Gibson (Weber)
CD2 Beauty And Gaiety (Concluded) / Inspiration And Grandeur (Part 1)
13 - Barcarolle From 'The Tales of Hoffmann' - Orchestre de la Societe des Concerts Symphoniques de Paris conducted by Rene Leibowitz (Offenbach)
14 - Russlan And Ludmilla Overture - National Philharmonic Orchestra conducted by Douglas Gamley (Glinka)
15 - Scherzo From 'A Midsummer Night's Dream' - National Philharmonic Orchestra conducted by Charles Gerhardt (Mendelssohn)
16 - Liebestraum - Vienna State Opera Orchestra conducted by Josef Leo Gruber (Liszt)
17 - Waltz From 'Les Patineurs' - Philharmonic Pops Orchestra conducted by Anatole Fistoulari (Mayerbeer)
18 - Fantaisie - Impromtu - London Promenade Orchestra conducted by Eric Hammerstein (Chopin)
19 - Funeral March Of A Marionette - Orchestre de la Societe des Concerts Symphoniques de Paris conducted by Rene Leibowitz (Gounod)
20 - Ballet Of The Sylphs form 'The Damnation of Faust' - New Symphony Orchestra of London conducted by Alexanderf Gibson (Berlioz)
21 - Dedication - Douglas Gamley, piano, with the RCA Symphony Orchestra conducted by Eric Hammerstein (Schumann)
22 - Overture To 'The Merry Wives of Windsor' - Vienna Volksoper Orchestra conducted by Josef Leo Gruber (Nicolai)
23 - Blue Danube Waltz - National Philharmonic Orchestra conducted by Charles Gerhardt (Strauss II)
24 - Scherzo From String Quartet No. 2 - London Promenade Orchestra conducted by Eric Hammerstein (Borodin)
25 - Overture To 'Light Cavalry' - Vienna State Opera Orchestra conducted by Josef Leo Gruber (Suppé)
26 - Romance - Douglas Gamley, Piano, with the RCA Symphony Orchestra conducted by Eric Hammerstein (Rubinstein)
27 - Hungarian Dance No. 5 - National Philharmonic Orchestra conducted by Eric Robinson (Brahms)
28 - Grand March From 'Tannhäuser' - National Philharmonic Orchestra conducted by Leonard Slatkin (Wagner)
CD3 Inspiration And Grandeur (Concluded) / Pride And Tenderness
29 - Champagne Galop - New Symphony Orchestra conducted by Eric Robinson (Lumbye)
30 - Skaters Waltz - New Symphony Orchestra of London conducted by Rene Leibowitz (Waldteufel)
31 - Panis Angelicus - New Symphony Orchestra of London conducted by Rene Leibowitz (Franck)
32 - Waltz From 'Coppelia' - Philharmonic Pops Orchestra conducted by Anatole Fistulari (Delibes)
33 - Triumphal March from 'Aida' - National Philharmonic Orchestra conducted by Charles Gerhardt (Verdi)
34 - Overture to 'The Bartered Bride' - Royal Philharmonic Orchestra conducted by Oscar Danon (Smetana)
35 - Humoresque - National Philharmonic Orchestra conducted by Eric Robinson (Dvorak)
36 - Habanera From 'Carmen' - New Symphony Orchestra of London conducted by Rene Leibowitz (Bizet)
37 - Maiden And The Nightingale form 'Goyescas' - National Philharmonic Orchestra conducted by Douglas Gamley (Grandados)
38 - Anitra's Dance from 'Peer Gynt' - London Promenade Orchestra conducted by Eric Hammerstein (Grieg)
39 - Dance Of The Water Nymphs #from 'The Lorelei' - National Philharmonic Orchestra conducted by Charles Gerhardt (Catalani)
40 - Waltz From 'Swan Lake' - New Symphony Orchestra of London conducted by Sir Adrian Boult (Tchaikovsky)
41 - Song Of India from 'Sadko' - RCA Victor Symphony Orchestra conducted by Douglas Gamley (Rimsky - Korsakov)
42 - March Of The Little Lead Soldiers - Orchestre de la Societe des Concerts Symphoniques de Paris conducted by Rene Leibowitz (Pierne)
43 - A Night On The Bare Mountain - New Symphony Orchestra of London conducted by Sir Adrian Boult (Mussorgsky)
CD4 Triumph And Passion / Joy And Splendour (Part 1)
44 - Espana - National Philharmonic Orchestra conducted by Leonard Slatkin (Chabrier)
45 - O Mio Babbino Caro form 'Gianni Schicchi' - National Philharmonic Orchestra conducted by Charles Gerhardt (Puccini)
46 - To A Water Lily - RCA Victor Symphony Orchestra conducted by Douglas Gamley (MacDowell)
47 - Golliwogg's Cakewalk - Royal Philharmonic Orchestra conducted by Peter Knight (Debussy)
48 - Polka From 'Schwanda The Bagpiper' - RCA Victor Symphony Orchestra conducted by Charles Gerhardt (Weinberger)
49 - Depuis Le Jour from 'Louise' - London Pops Orchestra conducted by Robert Mandell (Charpentier)
50 - Intermezzo From 'Cava;;eroa Ristocana' - Orchestra Filarmonica di Roma conducted by Massimo Freccia (Mascagni)
51 - Nimrod from 'Enigma Variations' - National Philharmonic Orchestra conducted by Charles Gerhardt (Elgar)
52 - Dance Of The Seven Veils from 'Salome' - Royal Philharmonic Orchestra conducted by Antal Dorati (R Strauss)
53 - Intermezzo From 'Karelia' Suite - London Symphony Orchestra conducted by Charles Gerhardt (Sibelius)
54 - Dambusters March - National Philharmonic Orchestra conducted by Eric Robinson (Coates)
55 - Overture To 'Susanna's Secret' - Orchestra Filarmonica di Roma conducted by massimo Freccia (Wolf - Ferrari)
56 - Demande Et Reponse from 'Petite Suite de Concert' - Royal Philharmonic Orchestra conducted by James Walker (Coleridge - Taylor)
57 - March Of The Toys form 'Babes in Toyland' - Metropolitan Symphony Orchestra conducted by James Walker (Herbert)
CD5 Joy And Splendour (Concluded) / Romance And Patriotism (Part 1)
58 - Stars And Stripes Forever - National Philharmonic Orchestra conducted by Charles Gerhardt (Sousa)
59 - Berceuse From 'Dolly' Suite - Christian Steiner, Piano, with the RCA Symphony Orchestra conducted by Charles Gerhardt (Faure)
60 - Swan from 'Carnival of the Animals' - London Pops Orchestra conducted by Robert Mandell (Saint - Saens)
61 - Musical Snuffbox - Ronnie Chamberlain, Flute, with the London Promenade orchestra conducted by Eric Hammerstein (Liadov)
62 - Zigeunerweisen - Sidney Sax, Violin, with the National Philharmonic Orchestra conducted by Douglas Gamley (Sarasate)
63 - Autumn Festival form 'The Seasons' - London Promenade Orchestra conducted by Eric Hammerstein (Glazunov)
64 - Slow Movement From 'Ballet Egyptien' - New Symphony Orchestra conducted by Eric Robinson (Luigni)
65 - Overture To 'The Yeomen of the Guard' - National Philharmonic Orchestra conducted by Douglas Gamley (Sullivan)
66 - Meditation From 'Thais' - RCA Italian Symphony Orchestra conducted by Rene Leibowitz (Massenet)
67 - Swedish Rhapsody - London Promenade Orchestra conducted by Eric Hammerstein (Alfven)
68 - Rhapsody On A Theme By Paganini, 18th Variation - R. Lewenthal, Piano, with the Royal Philharmonic Orchestra conducted by George Weldon (Rachmaninov)
69 - Rustle Of Spring - National Philharmonic Orchestra conducted by Douglas Gamley (Sinding)
70 - Love's Joy - London Promenade Orchestra conducted by Eric Hammerstein (Kreisler)
71 - Pavane For A Dead Princess (excerpt) - London Promenade Orchestra conducted by Charles Gerhardt (Ravel)
72 - Ritual Fire Dance from 'El Amor Brujo' - New Symphony Orchestra of London conducted by Rene Leibowitz (de Falla)
73 - Pines Of The Appian Way from 'The Pines of Rome' - Royal Philharmonic Orchestra conducted by Rudolf Kempe (Respighi)
CD5 Romance And Patriotism (Concluded) / Excitement And Enchantment
74 - Galop From 'The Comedians' - National Philharmonic Orchestra conducted by Leonard Slatkin (Kabalevsky)
75 - Marching Song - National Philharmonic Orchestra conducted by Sir Arthur Bliss (Holst)
76 - Folk Songs From Somerset March - National Philharmonic Orchestra conducted by Douglas Gamley (Vaughan Williams)
77 - Touch Her Soft Lips And Part from the film 'Henry V' - RCA Victor Symphony Orchestra conducted by Charles Gehardt (Walton)
78 - On Hearing The First Cuckoo In Spring - New Philharmonic Orchestra conducted by William Jackson (Delius)
79 - Hora Staccato - National Philharmonic Orchestra conducted by Douglas Gamley (Dinicu. arr. Heifetz)
80 - Sabre Dance from 'Gayaneh' - London Philharmonic Orchestra conducted by Leonard Slatkin (Khachaturian)
81 - Rhapsody In Blue (shortened version) - London Promenade Orchestra conducted by Eric Hammerstein (Gershwin)
82 - Fireworks - London Philharmonic Orchestra conducted by Leonard Saltkin (Stravinsky)
83 - Finale To 'The Young Person's Guide to the Orchestra' - New Philharmonic Orchestra conducted by Charles Gerhardt (Britten)
84 - Little Train Of The Brazilian Countryman - Royal Philharmonic Orchestra conducted by Charles Gerhardt (Villa - Lobos)
85 - March From 'The Love of Three Oranges' - Royal Philharmonic Orchestra conducted by Oscar Danon (Prokofiev)
86 - Gypsy Love Waltz - Gilbert Vinter and his Orchestra (Lehár)
87 - Intermezzo From 'Hary Janos' - National Philharmonic Orchestra conducted by Douglas Gamley (Kodaly)
88 - Overture To 'Candide' - National Philharmonic Orchestra conducted by Leonard Slatkin (Bernstein)
89 - On The Trail from 'The Grand Canyon' Suite - London Promenade Orchestra conducted by Eric Hammerstein (Grofé)
90 - Sleigh Ride - London Symphony Orchestra conducted by Charles Gerhardt (Anderson)
91 - Tropical - National Philharmonic Orchestra conducted by Charles Gerhardt (Gould)
92 - Simple Gifts from 'Appalachian Spring' - National Philharmonic Orchestra conducted by Charles Gerhardt (Copland)
Labels: Classical
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The Skica, Slovenian cultural-information centre in Austria in cooperation with the Museum of Architecture and Design will present during the Vienna Design Week the exhibition of the legend and one of the pioneers of Slovenian industrial design – Niko Kralj. The exhibition comprises the retrospective overview of Kralj's work, his design career and role that he played in the development of design in contemporary Slovenia. It presents his archives, sketches, photographs, various prototypes and final products from the MAO collection. The most important among them are Rex armchair, Lupina series, 4455 and modular system furniture Futura if we list only the most known.
Niko Kralj has been one of the most important industrial designer in Slovenia and former Yugoslavia. He is one of the most important 20th century industrial designers in the world. His career as a designer is long and apart from several versions of the famous Rex armchair, it encompasses many other chairs, living room sets, wardrobes and furniture programs. Innovative solutions used by Kralj in the design of furniture and other products have contributed to the recognition of Slovene furniture industry and development of the culture of living in Slovenia. They are proof of the designer's vast knowledge and the social aspect of his work. Because of timeless design, many of Kralj's products are considered the Slovene classics of design.
Apart from the planning of products and product programs that have marked the homes and offices in the second half of 20th century, the broad range of his work includes continuous attempts at rationalizing production and pioneering achievements in the education of designers. After the successful work in Stol Kamnik he founded and managed Design Institute at the Ljubljana Faculty of Architecture until his retirement; there he carried out several dozen research projects and contributed to the development of the theory of design. He is the author of over a hundred patents in Slovenia and abroad and a prolific writer of many articles. His work has been honored with many awards.
The exhibition at Architekturzentrum Wien is an adaptation of the extensive retrospective overview of Kralj's work and design career that was displayed under title Niko Kralj: Unknown Nnown Designer at the Museum of Architecture and Design in the end of 2011 and in the beginning of 2012.
At the opening of the exhibition in Vienna the English edition of the catalogue will be published. The catalogue has been written and edited by Barbara Predan and Špela Šubic, the authors of the exhibition.
Speakers: Dietmar Steiner, director Az W and Matevž Čelik, director of MAO.
Lecture ond Design as Part of a Cultural Identity: Thomas Feichtner, professor of industrial design at the Muthesius Kunsthochschule Kiel.
Guided tour of the exhibition by: Špela Šubic and Barbara Predan, curators.


Presenting the all new Rombus insect screen - the ultimate in mosquito protection technology from the House of World leaders in Polymer nets technology.
Tuflex India (formerly Netlon India), these screens are made using modern RICAL technology, a latest extrusion technology in square or rectangular mesh.
Apart from protection, Rombus insect screens add to the aesthetics of your windows. Manufactured from quality material and available in six color variations, Rombus is as modern as your lifestyle.
Rombus ensures superior durability, higher air flow, as well as better aesthetics. In other words, Rombus is the smartest way to protect your home.


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Deepening Economic Crisis in Sri Lanka is Expected to Hit the Environment
Environmental News from Sri Lanka:
The deepening economic crisis in Sri Lanka is expected to hit the environment and biodiversity conservation hard, experts warn.
Acute fuel shortages mean the Department of Wildlife Conservation having to ration out fuel, when it can get it, for its patrol vehicles, while its revenue from tourism receipts at national parks has evaporated.
Experts warn that skyrocketing prices of food and other essentials could push a growing number of desperate Sri Lankans into environmental crimes such as illegal logging for firewood, poaching for meat, and sand mining.
The crisis also threatens to undo hard-earned gains and undermine future commitments, such as programs on emissions reduction, ending deforestation, and achieving the Sustainable Development Goals.
For the Department of Wildlife Conservation, one of the many consequences of the crisis is that it now has to scale back patrols because of the uncertainty of when it will be able to fill up its vehicles next.
"We are trying not to reduce patrolling within the protected areas, but when the country is having a fuel shortage, we are quite helpless," said Chandana Sooriyabandara, the head of the DWC. For now, it's rationing out fuel to its personnel. "We are trying to use our funds to keep things going," Sooriyabandara said.
"Research and conservation activities will usually be the first to be slashed in an economic crisis, and the government conservation agencies will soon feel the pressure to abandon this vital work," said Sarath Kotagama, an emeritus professor of ecology at the University of Colombo and former director-general of the DWC.
To read top environmental news from Sri Lanka, please visit https://earth5r.org
Source: Mongabay
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What's missing when it comes to educational policy?
It may feel as if New South Wales has become the education review state of late. We have a review of the NSW curriculum and the one into the use of smart phones in schools. These reviews, while important, skirt around the core issues. What would happen if the time and energy invested into these … More What's missing when it comes to educational policy?
Leave a comment What's missing when it comes to educational policy?


The Great Recovery project, launched in September 2012 by the Action and Research Centre at the RSA, aims to build a cross disciplinary design community that is equipped to support the development of an economy based on resource-efficient principles.
This report covers the first 6 months of the Great Recovery project, including the circular network, workshops, and teardown observations. Through this we have gained a better understanding of what action and research is required to transform the way society manages resources, and this report outlines a series of key recommendations based on the findings of the first phase of The Great Recovery programme.
This is a revised and updated version of the report, from September 2014.
Free to download, please enter your email address below.


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!Freshly Squeezed
90s Electronic
High Contrast - Racing Green
Added 10 years ago by Erdem in Drum & Bass
A recent winner of the Essential Mix of the Year 2007 on BBC's Radio 1, the name High Contrast needs no introduction, although when a young Lincoln Barrett signed on the dotted line back in 2000 he was a complete unknown. Signed on the strength of his mini-disc demos, the Welsh wonder has smashed his way through the Drum & Bass scene in no time at all.
His debut longplayer "True Colours" was released on Hospital to massive critical acclaim in June 2002, paving the way for a move onto the outernational DJ circuit and remixer of choice for many labels inside and outside of the Drum & Bass community. It was the club sessions and mixing skills that dominated the year following the release of "True Colours" - with Lincoln making a name for himself as one of the hottest Drum & Bass DJs around.
In autumn 2004 he dropped the massive "High Society" LP, featuring the anthemic singles "Twilights Last Gleaming" and "Racing Green". The album has already become the stuff of legend, with Knowledge Magazine voting it into their top 3 jungle albums of the last 10 years.
More recently after reaching Drum & Bass superstardom he has released mix albums for Fabric and Mixmag and seen his White Stripes remix all over Radio 1. Missy Elliot and Blaze have also come knocking for a Contrast remix and the world's dance floors have been blown apart by that Gold Digger booty.
Tags: drum and bass, liquid funk, dnb, drum n bass
Utah Saints - Something Good (High Contrast Remix)
Hawa - My Little Green Box
Erykah Badu - Green Eyes
Disclosure Vs. MNEK - White Noise (Full Crate&FS Green Remix)
Kendrick Lamar - Blow My High
Natural High Productions - Timebomb
Ghost Loft - So High (Grays Remix)
Ancient Astronauts - Risin High (With Raashan Ahmad)
Alice Francis - St. James Ballroom (High Quality)
Delinquent Habits - Return of the Tres
Nicolas Jaar - Mi Mujer
Mr Scruff - Music Takes Me Up (feat Alice Russell)
Booka Shade - Pong Pang
Tahuna Breaks - Empower Me
© 2020 Calibrated music videos. All rights reserved


The denim dress is the perfect dress for wearing to the office and in professional settings. This long sleeve denim dress is no exception. It features a sleeveless design, but has wide straps on the shoulders that flare out above the shoulder itself. The midi length of the skirt covers your knees, while still allowing you to show off your legs. The curved high neckline adds sophistication to an already sophisticated looking dress. The length of the dress makes it a perfect dress for tall women to wear along with some high heels and a clutch purse. The mid weight material of the dress means it is one you will likely wear throughout the year with adding certain design elements to it. You will be able to care for this dress easily, so you will always have it ready for you to wear no matter what you're looking to wear it to.


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Save the Dates: Cool King Chris and Jamie Hoover Guest on Pure Pop Radio: In Conversation on March 11 and 12
March 6, 2014 May 17, 2021 ~ Alan Haber's Pure Pop Radio
Cool King Chris Makes Magic at the Microphone!
What happens when one of the best kept secrets in pop music is joined at the microphone by a pop music favorite son? Well, the joint gets a-rockin' as these two musical mad scientists intertwine the serious–the trajectory of the best kept secret's career and his currently-waxing new album–with the laugh-filled levity that keeps the interviewer more than sufficiently entertained.
Oh, and you too will be entertained and enlightened and impacted by the new music that Cool King Chris is currently making with his producer and close-confidant, Jamie Hoover. There, in the melodic lab of genius, these two magicians are preparing new music from the Cool King that will soon be properly baked and served to the general public. And, in addition to a great, funny, serious, funny and serious again kind of conversation, we've got two brand-new, in-progress tunes to play that will be included on the Cool King's upcoming release, as well as a classic King tune you already know and love.
Jamie Hoover: Guitar Hero
All of this is coming up next Tuesday and Wednesday, March 11 and 12 at 8 pm ET. You're in for a real treat, folks–a couple of hours of Cool King career overview mixed with stand-up hilarity, surrounded by some very creative and vital music from CKC. It'll be a joy to behold, ladies and gentleman–the latest in-depth talk and tunes combo from your friends at Pure Pop Radio: In Conversation. Don't miss it!
Posted in Pure Pop Radio: In Conversation
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